ROLE OF SOCIAL MEDIA IN FINDING THE RIGHT CANDIDATE FOR THE JOB.

Today, the primary question asked when you meet somebody new and want to keep in touch is - “Are you on Facebook?” If you want to build contacts – “Can I please connect with you on LinkedIn?” Even to the extent of “What is your Twitter handle? I want to stay updated!” The world we live in has definitely gone virtual! Or should we say – ‘social’?

From historians crafting a word of mouth campaign, to slowly seeping into the galore of media via print and finally adapting to the virtual world of being online; technology sure has come a long way. With changing times, many institutions and organizations have taken up the challenge of staying updated.

Take for example the process of recruitment. Imagine going through the ordeal of having to send your existing employees with pamphlets and brochures to various outlets, putting up sign boards outside the office and even publishing advertisements in the newspaper.

It did not halt there. Post this, when a candidate applied, carrying out necessary background checks and screening was another task. And the worst part would be, in spite of all these efforts, not being able to find that perfect candidate. Loss of time, energy and money.

Take a leap to the current scenario. Cut the chase of advertising, because if word of mouth does not work, there is always Facebook, Twitter, LinkedIn and the oh-so-popular medium WhatsApp. Now imagine all digital trails that existing/future employees tend to leave online! Go ahead. Google it!

Google allows you to view not just the social media profiles, but also any results linked with the similar name, groups and forums one is present on and even social likes. This level of insightful stalking can give you an edge.

Instagram, Pinterest, Google Plus, Tumbler, WordPress are mediums that not only prove multiple presence, but also indicate the individuals’ line of thought and arena of interests. Right from whom they follow to the number of groups and voluntary organizations that they are affiliated with.

Twitter brings out the creativeness and wit in a person. If one is able to speak volumes in 140 characters, gauging their intellectual level shouldn't be very difficult. Does the individual use appropriate language? Do they type in short forms? Or are their sentences grammatically correct? Oh yes! It matters!

For an ultimate professional dossier online, there is LinkedIn. Besides the vast circle of social network, if the employer happens to have mutual friends, background verification and testimonials become easier. The decision whether to invite the individual for an interview or not is much simpler and is today done via e-mail.

Sitting in Noida, one can find information about a candidate who has applied for the Mumbai branch. Not only that, one can also view if the candidate has lied about their educational qualifications, what were the terms on which they left their previous job, will they be a cultural fit for your company and much more.

It can also work vice-versa, i.e. in favor of the candidates. Job hunting has become prominent and less complicated online. If companies are on the lookout for the perfect candidates, individuals too are in the search of that perfect company. But that is a story for another day...! Stay Tuned..! 

7 WAYS TO BEAT SLOPPINESS AT WORK

By: Acreaty Management Consultant (P) Ltd.

An example of sloppiness is when it’s pouring outside your window and you wake up blurry eyed, wrapped in a cozy blanket with the feeling, ‘I wish the roads get blocked and a holiday is declared!’ Or, when you are super tempted to ‘call-in-sick’ but have an important meeting for a new pitch.

But the classic example is when you have just eaten your meal & oh, what happens next is a common phenomenon throughout offices. Yes, it is that ‘Let’s just grab a folder and use it as a pillow to lie down on the floor for a while.’ It’s just like the 5star advertisement – One bite of the delicious chocolate and Ramesh and Suresh are floating in an uninterrupted world of their own.

Although it is only being human, it still affects your productivity at work. And thus we bring to you ways to tackle this sloppiness monster.

Are you a glutton?

Eating a heavy meal varies from over eating. When your mouth gets tired of chewing and your jaws start aching, it is an indication to take a break. Not that it means that after biryani if there is a bowl of tempting jelly in front of you, you simply let it go without a fight.

Power naps help

If at all you have this uncontrollably desire to take a quick snooze, excuse yourself and go for it. It has been scientifically proven that if you can zone yourself out for a time span of fifteen minutes, keep at bay all the yelling and chaos and close your eyes to just relax, it makes you feel energized.

Skip the house arrest

You are not grounded to sit at your own desk even during lunch time. The mere thought that you have to get up from your workstation and walk towards another space will alert your mind that it cannot afford being lazy.

Catch – the – crook

It’s just a tweaked version of ‘catching cook’, where you make a human chain and take turns chasing the person that brought the most delicious food. Be it across the office or cubicles, the cafeteria or the stairs.

Doodling spree

If you work in one of those offices that doesn’t give you much space, no worries. Grab a piece of paper and a pen and have a mini doodling competition. One that finishes drawing something sustainable first gets a toffee.

Makes a mess, clean a mess

If at all your boss does not have an issue, who is stopping you from having a light paper ball fight? Use rough paper or the disposable newspaper. If you want to spruce it up even more, grab a roll of toilet paper, which should wake up your brain dead cells.

Attack the bull’s eye.

Get a mini dart board and hang it in one corner of the office. A fifteen minute tournament is all you need. The very action of moving out of your seat and preparing for a hit will make you feel charged up. Just don’t bet on money, wager doing coffee turns instead to make it more fun and interesting.

If you are a fitness freak or are simply conscious of being healthy, merely stand upright behind your chair for fifteen minutes after a meal. Not much of an effort but it definitely keeps your eyes from drooping.

HOW OUTSOURCING NON-CORE VERTICAL HELPS YOU GROW

If your business could be summarized in one word, what would it be?

Efficient, competitive, proactive, well equipped, subservient, etc. Well, these are adjectives that can make your business more lucrative and appealing. However, if you wish to adhere to the norms of generating consistent revenue without compromising on quality, you need to be well versed with the new trend in the market – the procedure of outsourcing.

If you think that handing over your share of duties to a third party is the only aspect of outsourcing, then think again! It is popular as an effectively cost saving method for a reason. Not only does it make the outsourcers obliged to follow certain procedures, but it also needs them to add value to the organization and maintain the reputation created over the years.

Today, one of the sectors that are intensively outsourcing its non-core functions is the aviation industry. In the quest for an effective alternative, it becomes more convenient to outsource operations as it provides quicker and precise results in a lesser span of time. Outsourcing acquisition of talent proves to be extremely resourceful. Besides, it generates a whole new sector of opportunities for those seeking to be a part of the much sought after industry.

For example, the staff at the check-in counters, at the gates of departure or even those that help direct the passengers towards the aircraft may not necessarily be on the payroll of the airlines; and yet be of valuable importance. They may be a competently trained bunch of people, carrying out the functioning in an equivalent manner, to complement the facilitation of the airlines, thus providing the organization with a prompt service that is paid for on the basis of its utilization.

In addition to the above is the catering service for the meals on board, the ticketing and reservations and for some airlines, even screening of the baggage. The latest additions are the hostesses who are a part of the cabin crew that complement the social stance of the airlines in the industry. It creates a sophisticated impression and gives the airlines a breathing space to focus on bettering its services.

For example, if an organization decides to outsource ‘recruitment’, it calls for a team of dedicated individuals with expertise in the designated arena, to understand the values and requirement of the organization and match the same with appropriate skill sets. They need to be a specialized service provider to form an unbiased opinion, possess the right acumen and experience in bringing on board the appropriate candidate.

Following through with the process of screening resumes, interviewing the shortlisted candidates and ensuring a safe transition towards being a responsible employee, the company that undertakes the outsourcing, monitors everything with a sense of commitment to providing the best service. 

Expert advice on crucial decisions to be made, recommendations of how things can be executed in a better way, supporting the existing structure with a well-trained and qualified driving force that blends into the culture; outsourcing is a collaboration in which both the partners benefit mutually.

MY MEN ARE MY INVESTMENTS.

The key to achieve success in the competitive market, the driving force of any organization are the people who work there. Living up to the values of the company and adhering to the norms is a culture that every employee naturally embraces when he becomes a part of the team.

But what happens when one of the recently joined employees cannot seem to adjust to the work environment? If he feels that he does not like the kind of work and wants to switch jobs? Would you blame him for seeking out opportunities that interest him?

What went wrong? Perhaps he changed his mind? Perhaps he wanted a higher salary? Or perhaps he simply did not have the inkling and you missed out on the signs while recruiting?

Each different designation demands an individual explanation.

When a candidate first applies for a job, he will want to know what is expected of him. He will have a dozen questions to ask! Will he be at the back office or on the field? Will he be expected to make presentations and file reports? What is the appraisal system like? Who will he report to?

The best way to ensure clarity – a job description that is elaborate and outlines the duties in simple understandable terms; no ambiguity, no holds barred. If your candidate is mentally prepared and is aware of what he is about to get into, it will make the process of settling in much easier for him.

Getting an employee acquainted with the job is a mere formality. Orientations and referrals matter.

The actual task if to find the right people for the right job. Some may possess the skill sets, but may lack interest. While some may be experienced and yet, restrict themselves to thinking in certain stereo types. Present the candidate with a tricky situation and see how they react to it. A person who is proactive by nature and is used to shouldering responsibilities, will stand up and take initiative.

During an interview, everybody is on their best behavior. You need to somehow break the ice and test the waters before taking a leap. Even if the candidate has come in through a trusted source, he needs to go through the entire process of evaluation.

It’s a calculated risk that needs an acute observation.

If one of your candidates has a degree in marketing, but is more partial towards public relations, why reject him straight away? Just because it is not a priority right now, does not mean it cannot be taken into consideration. It is after all the recruiter’s duty to match the appropriate skill sets to the right roles.

Before you plunge into telling him what he needs to do, understand the candidate’s point of view, his expectations. More than grilling him about his past experiences, check for his emotional quotient. Does he exhibit the zeal to work for your organization?  Will he be able to handle challenges after his period of probation ends? Will he be an asset to the business?

Take your time in making a decision because you are laying a foundation in every tiny step you take.

Training can be acquired, but the enthusiasm needs to come from within. Select somebody who may not necessarily think unidirectional, but will add valuable contributions to the team’s efforts.